- Employee Benefits
- Qualified and Nonqualified Retirement Plans
- Public Sector Employee Benefit Plans
- Executive and Deferred Compensation
- Employment Taxes
- Employee Stock Ownership Plans
- Employee Retirement Income Security Act
|University ||University of North Carolina, Chapel Hill, NC, B.A., 1974; University of North Carolina, Chapel Hill, NC, M.B.A., 1981|
|Law School||University of North Carolina School of Law, Chapel Hill, NC, J.D., 1981|
|Admitted||1983, Georgia; Kentucky|
Stuart Baesel is Of Counsel in the Atlanta office and a member of the firm's Employee Benefits Practice Group. His practice focuses on a wide range of employee benefit plans and programs.
He is responsible for the firm's volume submitter programs, which includes designing and testing new comparability (cross tested) plans and defined benefit plans. He serves as counsel for numerous employee stock ownership plans (ESOPs).
Stuart also designs and drafts deferred compensation plans, asset protection structures (rabbi, secular and rabbinical trusts), bonus arrangements, severance and retention plans, and ensures compliance with the new Code Section 409A rules.
In recent years, he has been very active in curing qualified plan operational issues under the IRS Employee Plans Compliance Resolution System and other corrective programs.
He advises clients regarding a wide range of welfare plans, including cafeteria plans, HRAs and HSAs, flexible spending accounts, wrap plans, VEBA arrangements and MEWAs. Stuart is AV Peer Review Rated by Martindale-Hubbell.
IRS Guidance Puts In Extended Date For FSA Limits, Relieves The Pressure On Plan Sponsors June 8, 2012
Update For Retirement Plans Post-Windsor August 1, 2014
The Affordable Healthcare Act Demystified: How Does it Really Affect Employers?
September 27, 2012
Documents by this lawyer on Martindale.com
Update For Retirement Plans Post-Windsor
Stuart O. Baesel,Sandra Mills Feingerts,Lorie Maring, August 6, 2014
Now that some of the dust has settled on the U.S. Supreme Court’s decision in U.S. v. Windsor, employers who haven’t done so already should take immediate steps to review their retirement plan documents and administrative practices to determine if any changes or amendments are needed.
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